D.C. Mun. Regs. tit. 6, r. 6-B407

Current through Register Vol. 71, No. 36, September 6, 2024

Rule 6-B407 - ENHANCED SUITABILITY SCREENING - RECRUITMENT REQUIREMENTS

407.1

In the case of competitive recruitment for a position requiring an enhanced suitability screening, the vacancy announcement and subsequent offer letter to the appointee shall state that:

(a) The position for which he or she is applying has been identified and designated as requiring enhanced suitability screening;

(b) If tentatively selected for the position, a criminal background check, traffic record check, consumer credit check, and mandatory drug and alcohol testing, as appropriate, will be conducted; and

(c) An appointee's offer of employment shall be contingent upon receipt of a satisfactory enhanced suitability screening.

407.2

For safety sensitive positions, in addition to the requirements in § 407.1, each vacancy announcement shall state that the position is subject to pre-employment drug testing, which includes testing for cannabis, and that failing the drug test may result in disqualification even if the applicant participates in a medical marijuana program.

407.3

In the case of non-competitive recruitment for a position requiring enhanced suitability screening, the offer letter to the individual being considered for employment shall be provided and contain the information outlined in this section.

407.4

An appointee's offer of employment shall be contingent upon receipt of a satisfactory enhanced suitability screening. No appointee shall work in an unsupervised setting, prior to receiving the results of the screening, or prior to the program administrator deciding that the appointee meets the requirements of this chapter.

D.C. Mun. Regs. tit. 6, r. 6-B407

As amended by Final Rulemaking published at 51 DCR 11591 (December 24, 2004); as amended by Final Rulemaking published at 55 DCR 724 (January 25, 2008); as amended by Final Rulemaking published at 56 DCR 4346 (June 5, 2009); as amended by Notice of Emergency and Proposed Rulemaking published at 57 DCR 8835 (September 24, 2010)[EXPIRED]; as amended by Notice of Final Rulemaking published at 58 DCR 531, 536 (January 21, 2011); amended by Final Rulemaking published at 62 DCR 13820 (10/23/2015); amended by Final Rulemaking published at 65 DCR 12445 (11/9/2018); amended by Final Rulemaking published at 67 DCR 10946 (9/11/2020)

Authority: The Interim Director of the D.C. Department of Human Resources, pursuant to Mayor's Order 2007-95, dated April 18, 2007; Mayor's Order 2008-92, dated June 26, 2008, and with the concurrence of the City Administrator; Mayor's Order 2009-166, dated September 28, 2009; and in accordance with the provisions of Criminal Background Checks for the Protection of Children Act of 2004, effective April 13, 2005 (D.C. Law 15-353; D.C. Official Code §§ 4-1501.01, et seq.) (2008 Repl.), as amended by section 204 of the Omnibus Public Safety Amendment Act of 2006, effective April 24, 2007 (D.C. Law 16-306; D.C. Official Code § 4-1501.05) (hereinafter jointly referred to as the Act).